A Coaching Model Created by Alison Rakotonirina
(Career Coach, MADAGASCAR)
Coaching Model for the Next Generation of Leaders
Coaching SoMo Leaders
The purpose of this coaching model is to support the growth and development of individuals who have chosen to lead at an organizational or local, regional, or national level, and that is uncomfortable with traditional and stereotypical leadership roles.
Historically, they may have leaned towards the idea of “Servant Leadership,” or even resisted leadership; however, they’ve come to realize that their values and worldview call them to lead. With this, they choose to lead differently.
These individuals have already done some self-work, either through reading, reflection, or listening, working to deep self-awareness, and their ability to listen, learn and ask questions. They’ve consciously embraced their role as leaders.
Why Clients Want SoMo Leadership Coaching
SoMo Leadership Coaching
By the third coaching session, almost type of coaching becomes life coaching.
Pull – Pure Coaching Foundation as taught by the ICA/according to ICF.
Push – Coach leverages knowledge of leadership, positive psychology, and other confidence tools to support the client.
SoMo Leadership Journey
SoMo Leadership is an iterative process that entails knowing yourself, honoring yourself, and celebrating yourself.
SoMo Leadership: Differences in Decision Making
Traditional, Western, or Authoritarian Leadership is a “top-down” leadership style in which the leaders are “always” right.
The leader may or may not invite discussion and tends to use an authoritarian decision-making process.
Traditional leaders may be voted for, designated, or simply “rise” to the top. They may be interested in power and control, put finances or outcomes ahead of their people. They may be servant leaders, but this doesn’t mean that they can leverage social capital for a real difference.
SoMo Leadership (SOcial-eMOtional) sees the urgency in acting to make a better world, organization, or even neighborhood. At times she may leverage authoritarian decision making; however, most decisions are made on a consensus or consultative basis.
SoMo Leaders listen, learn, and ask different questions to leverage appreciative inquiry and goal meetings by supporting what is right. They achieve financial goals, build and restore trust, while also encouraging innovation, and the health, safety, and best interests of their people and the planet.
SoMo Leadership Outcomes